A low sense of self-worth contributes to a wide variety of negative work behaviors including aggressive/bullying behaviors and passive/withdrawn behaviors. The challenge to leaders is to increase their own self-confidence and then help individuals build positive feelings about themselves through setting goals and celebrating accomplishments.

How Common is Low Self-Esteem?

Statistics Canada in the mid-90's reported that 49% of individuals surveyed indicated that they had a high level of self-esteem. 51% reported moderate to poor self-esteem. One in seven women and one in ten men reported poor self-esteem.

A group of 72 high school student leaders pulled from different high schools were asked to anonymously write down a statement describing how they felt about themselves. 68 of the responses were negative, including comments about physical looks, family problems, bullying, abuse, loneliness and despair. 4 responses were positive.

Think about yourself and the people who you know well, both at work and outside of work. How many feel good about themselves and demonstrate positive constructive behaviors? How many create positive energy around themselves and others?

Leaders With Low Self-Esteem

In leaders, a low self-esteem is evident in defensive behaviors. On the aggressive side, the leader can be controlling, bossy, and criticize mistakes. On a more passive-defensive nature are behaviors of avoidance and seeking the approval of others. Passive leaders avoid confrontation because they fear rejection.

Employees With Low Self-Esteem

For employees, self-esteem is demonstrated with similar aggressive and passive defensive behaviors. Aggressive behaviors can include bullying and pointing out the mistakes of others, while passive behaviors include low energy, lack of drive, a feeling of helplessness and greater absenteeism, illness and substance abuse.

Don't mistake arrogance for low self esteem. If someone has good self-esteem, they do not feel the need to control others. Being overly boastful and self-promoting is really a sign that an individual is trying to convince themselves that they are worthy.

Self-Esteem by Definition Needs to Come From Self

Because self-esteem needs to come from within, receiving praise from others does not boost self-esteem. This might help explain why children who's parents have heaped plentiful praise can still have underdeveloped self-esteem. The reliance on praise from others creates a dependency and lack of self-sufficiency.

Managers with low self-esteem need to take stock of their strengths, achievements and accomplishments. They need to build on their constructive leadership behaviours by setting goals, taking an active interest in personal learning and focusing on developing employees to be more successful.

To help employees build self-esteem, leaders need to clarify expectations, provide the best possible conditions and environment for success, including training, and challenge and encourage the employee to grow by giving assignments that require effort to be successful. When success is observed then offer well deserved praise.

In the event that an employee is struggling, the leader can act as a coach and point out specific observations that will help to employee improve performance.

Building a sustainable, high-performance organization, requires leaders with a strong sense of self-esteem who can then help employees achieve success and feel good about themselves.

Curious about how we build competent, capable and consistent leaders? Give us a call at 866-700-9043, email info@uniquedevelopment.com or see our online resources:

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